Yoder and Wise (2019, Chapters 7, 8, and 18 ) are interrela…
Yoder and Wise’s (2019) chapters 7, 8, and 18 provide valuable insights into the interrelated nature of change, conflict, and the impact of these factors on health care teams. In the rapidly evolving field of health care, change is inevitable and often beyond the control of nurses. Such change can create conflict within the workplace, leading to stress and unhealthy work teams. It is crucial to recognize and address this conflict to foster healthy communication and team dynamics, as emphasized by the Institute of Medicine (IOM).
To gain a better understanding of our own approach to dealing with conflict in the workplace, Yoder and Wise (2019, Chapter 8, Box 8.2) introduce a conflict self-assessment test. This assessment allows individuals to analyze their preferred mode of conflict resolution. It is important to identify and understand our own approach to conflict resolution, as it affects how we handle and navigate conflicts within our work environment.
In considering our preferred mode of conflict resolution, one might find oneself leaning towards a particular approach. The different modes of conflict resolution outlined in Yoder and Wise’s work include avoiding, accommodating, competing, compromising, and collaborating (Yoder & Wise, 2019, Chapter 8, Box 8.2). For example, some individuals may prefer to avoid conflict altogether, hoping that it will resolve itself over time. Others may opt for accommodating or compromising to maintain harmony within the team. On the other hand, some individuals may lean towards competing, aiming to assert their own interests and win the conflict. Finally, collaborating involves seeking a win-win solution where all parties are satisfied.
While individuals may have a preferred mode of conflict resolution, it is essential to recognize that people’s approaches to conflict may differ. In dealing with a co-worker, one must consider the mode of resolution that they find most challenging to handle. For instance, if an individual prefers collaboration as their own mode of resolution, they may find it difficult to deal with a co-worker who tends to compete and assert their own interests. Understanding and acknowledging these differences in conflict resolution preferences can help individuals develop effective strategies for managing conflicts with co-workers.
In examining what we would like to change about our approach to conflict resolution, it is important to reflect critically on the pros and cons of conflict within organizations. Conflict, by its nature, can be disruptive and create tension among team members. However, it also presents opportunities for growth and change. Conflict can lead to the exploration of new ideas and perspectives, fostering creativity and innovation within the organization. It can challenge the status quo and lead to improvements in processes and practices. Furthermore, conflict can enhance communication and strengthen relationships when effectively resolved.
On the other hand, conflict can also have negative consequences. Unresolved conflict can lead to increased stress and burnout among team members, negatively impacting their well-being and overall job satisfaction. It can also hinder effective decision-making and collaboration, causing delays in problem-solving. Conflict that persists and escalates can result in the breakdown of trust and collaboration within the team, ultimately affecting patient care and outcomes.
Overall, the interrelation between change, conflict, and their impact on health care teams should not be overlooked. Understanding one’s preferred mode of conflict resolution and being aware of the potential challenges in dealing with different modes in co-workers can contribute to more effective conflict management. Reflecting on the pros and cons of conflict in organizations can further inform strategies for managing conflict in ways that promote a healthy and productive work environment.